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Final Blog Assessment

After four months had a deep learning about leadership, this is my final reflection and blog posting for the course overall. Today my blog do an extensive reflection about my course experience and what I learned about myself and others during. Discussing the impacts learning on my life and future. I used some of my previous weekly blogs.

In the first week of blog posting, I made a reflection on the leadership situations that I have experienced and what I have learned about them. My reflection was about the time I worked as a production leader. From this experience, I learned how to develop and keep my team motivated, which mistakes the leader cannot make, and which kinds of emotions cannot be demonstrated as well as how to work in a team and value the employee's well-being. I can say that all the great challenges faced were essential for my development as a leader.

In the second week, I could understand that to become an authentic leader is necessary to be aware of who I naturally am. While writing my creed leadership, I revisited and learned about my strengths, values, cognitive thinking and conflict management styles. This inside look to myself helped me to clarify what I believe in and stand for as a leader, and communicate my leadership beliefs to others.

Leadership classes helped me identify my strengths and weaknesses. By making me ask myself what in my experience has developed my leadership. In what way it might apply to my leadership journey and what a difference might it take for me. After the MBTI test, the results helped me to understand a little more about my personality. For the development of my leadership. I have discovered that some of my strengths, values are: responsibility, leaner, empathy, intuitive and thinking.

In the third week, I have learned how to build trust with a team, developed an understanding of teams and how they work and how to be part of the high performing team. About the time I was part of a high-performance team. The blog made me think about my contributions to the team. Asking me what was happening that made us a high-performance team. About the changes that I would like to do on this team and why. In addition, the blog also made me think about how I respond to conflict when I was there and how it helped me to develop them and myself.

In the fifth week of leadership classes. All the learning I gained from using the Problem Solving Template showed me how important it is to use it to get a thorough solution that is implementable, as well as the advantages and disadvantages, the challenges at the moment to apply the template on the cases.

The sixth week the class had a meeting. During the meeting we held with the adventure leader this week, I learned the importance of being a strategic leader. From a behavioral perspective, I learned how to use confident body posture and appropriate facial expressions. Also, about the leader's strategic role in meetings and how to manage time to distribute tasks, ensuring that all interviewers have an opportunity to share their thoughts and ideas to solve the problem faced by the leader.

After working with my team I learned three important things. In order to become a high performing team, same underlying goals shall be shared among all team members. I have learned that team management is crucial to the success of a high performing team. I learned that to be a high-performance team it is necessary to have team members who pull toward shared goal, help develop individual goals that inspire them and that are measured in a few simple meaningful ways. Also, I learned that a workgroup consists of individuals who bring different personalities, strengths, values, and interests to the team.

During the exercise carried out in the classroom, not only me but all members of my team realized the importance of communication. The communication between each member of the team is fundamental. I find out that I need to develop my confidence in order to improve my communication skill.

On weeks six seven and eight, I have learned a few things about team development, critical thinking, followership, communication skills, but the most important learning was the set of skills the leader needs to solve problems, as well as his team.

In conclusion, after everything that has been discussed in blogs in the last four months, I realize that every moment of the class and my personal life was important to my personal growth on my leadership development. Today I describe myself as a leader who can lead people without making them feel overcharged or upset about the pressure.

The leadership classes and blog gave me enough fuel to keep my journey to discover my leadership strengths, values, and preferences. The key lesson that I have learned about me personally is " if I want to be an excellent leader, first of all, I need to know myself". I need to know what are my strengths and weakness.

I learned that leadership is a journey that starts from the inside, so before starting leading others people I need to be a leader of myself. It looks easy but is not. All the knowledge absorbed with the leadership classes just gave me some ideas about my strengths and what I need to improve.    For the future, in order to improve my leadership ability, I will look for ways to strengthen my strengths and improve on what is essential for my career and personal life. When I am leading a team, I will try to find on them someone that have the abilities that I don’t have and learn with them. In addition to helping me increase my leadership skills, these initiatives will help me to build relationships based on transparency, respect, and trust.

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WEEK 9

QUESTION#1

In one thing that I have learned about the team, development is that the leader has as one of its functions, encourage each team member to capitalize on each other’s strengths and develop key strengths for the team as a whole. Effective leadership discusses complex issues and overcomes hurdles by capitalizing on each team member’s different skills, knowledge, interests, values, and personalities (Bang, 2017, p.340).

Over the next three weeks, I will offer to my team members some important and challenging works. Giving some liberty to solve it. Also, separate some important tasks I usually do and delegate them to my team members. When my team shows good results I will praise their work. This attitude will make them feel motivated and confident in performing their tasks. Praise serves not only as a reward but also as a way of showing how much I approve of the direction in which they are following. All the member will be involved in decision-making, in which will help me to recognize who is really involved, cause for those most involved will collaborate to the case, while those less involved or not interested will certainly not give due importance.

 QUESTION#2

In order to acquire feedback based on the past three weeks. The person from my team who I asked to give me a feedback was Julia, her analysis had mostly positive points, but also said what I preside to improve. She said I've been doing a team job. Encouraging the team to build a clear goal on the tasks that our team is performing.  Making the team aware and engaged with the goal of each task and always keeping the focus. She also said that I am always challenging and motivating our team member to work efficiently. Make the opinion of each team member be gathered and aligned in order to build the goal. However, she said that because English is not my first language, sometimes I'm afraid to expose my ideas to the team. What makes me at certain times a listener.

The contribution of Julia to the team has been of great importance. In the feedback I gave to her, I mentioned that her initiative to check individual progress through project meetings was essential for the group to develop and meet deadlines. She was always checking the individual progress, identifying possible hurdles and bring it to group discussion if any work balance or deadlines adjustment is needed for any of the members.

REFERENCE:

Bang, H., & Midelfart, T. N. (2017). What Characterizes Effective Management Teams? A Research-Based Approach. Consulting Psychology Journal: Practice & Research, 69(4), 334–359.

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WEEK 8

QUESTION#1

I have learned several lessons during the past three weeks including team development, critical thinking, followership, not knowing, communication skills, but the most important learning was the set of skills the leader needs to solve problems, as well as your team.

During the first Leadership Adventure Trail, the different strengths and skills of each member of team Optimus were extremely important at the moment to solve the case. For example, Kaus having the ability to identify detailed problems, Julia with her analytical skills and Bhav with communication leadership skills.

I wonder how managers, supervisors or political leaders do when they try to solve problems effectively. I picture all the things that go through the heads of the leaders when they are thinking about how to solve the problem. Solving problems is not as simple as you might think. It is something that leaders, at whatever level, are required to do. From a manager of a small convenience store, through the CEO of a large company to the mayor of a city, solving problems is an inherent activity of being a leader. The ability to solve problems is critical.

 Leaders' abilities to solve problems and their performance are usually affected by their ability to define the problem, collect information about that problem, and generate initial solutions to that. Also, leaders should be adept at considering the factors associated with their followers or led. However, it is not enough for leaders to be able to solve problems; they, too, must be creative when solving them.

In the future, I can use my leadership strength and abilities identified in the test to solve the most different types of problems, be it in the business world, working in the industry. Analyzing the content given in leadership classes, the templates used to analyze and solve problems are a great tool for a leader. From now on, when I'm in a situation where a problem needs to be solved, I will use it. This will be like my paperback.

 QUESTION#2

 The Leadership class gave me enough fuel to keep my journey to discover my leadership strengths, values, and preferences. The key lesson that I have learned about me personally is " if I wanna be an excellent leader, first of all, I need to know myself". I need to know what are my strengths and weakness. If I easily connect with people. If I am able to make complex ideas simple. If I am curious or not. If I can keep my word no matter what happens. If I a kind of person able to listen to people. If I am a person with empathy. These were just a few examples, among many others strengths and skills that a good leader may have and develop. With that, the leader is able to identify the talents into his team and favor the development of those involved.

Leadership is a journey that starts from the inside, so before starting leading others people I need to be a leader of myself. It looks easy but is not. All the knowledge absorbed with the leadership classes just gave me some ideas about my strengths and what I need to improve, but in reality what happens outside the class is something more complex. In order to improve my leadership ability, I will look for ways to strengthen my strengths and improve on what is essential for my career and personal life. When I am leading a team, I will try to find on them someone that have the abilities that I don’t have and learn with them. Also, I will seek an honest opinion of my employees and managers. In addition to helping me increase my leadership skills, these initiatives will help me to build relationships based on transparency, respect, and trust.

 QUESTION#3

After the presentation of Leadership Trail, I stopped to reflect on my presentation performance in an attempt to find why I was so nervous. Suddenly, in the middle of my reflection, the professor's voice comes into my head. I just listened to her saying "practice", "practice", and "practice". The professor came with the answer.

How can I become more confident? Well, I know that something needs to be done. The answer is becoming more competent. As I become more skilled at the task that I am performing, my fear shrinks and my confidence grows. And as my confidence grows, I get better.

In order to develop my competence, first of all, I will invest in my self-knowledge. When you know your strengths, qualities, know how to interpret people, you automatically feel more confident to deal with the challenges that come your way. I can not forget my essence and history. I have to keep in mind my achievements and stages won by me. As I have this clear in my head, I will automatically feel more prepared to face challenges and moments of uncertainty. I will try to feel good about myself, working on my self-esteem.

 QUESTION#4

 In the past three weeks, I have learned that communication skills are fundamental to every leader. Having it a leader can use the communication in his favor. Communication is the keyword for every process which we go through, whether in personal or professional life. Because of this, it is essential that all professionals have good skills in communicating. This rule would not be different with a leader. As the responsibility to guide and guide an entire team, knowing how to communicate is essential to express yourself well in conducting a meeting, to engage the team, to bring dissemination of knowledge among others. If the leader has difficulty to communicate, this will impact his leadership, from the basic understanding of a message by the employee to something bigger such as shaking the confidence of his team and the difficulty of accepting his management. (Bang, 2017)

During the presentations of Leadership Trail#1, the need to know how to communicate was evident. Being nervous, anxious and forgetting about the speech is likely to happen. However, for this there a solution. According to my professor of the leadership class, Dr. Carol, you will not have these problems if you “practice, practice, practice” and “practice, practice, practice” before speaking.

In my case, at the moment of my presentation, I was so nervous that I forgot a few words. In order to solve that problem, in my next presentation, I will do a presentation planning, which includes speaking with more confidence and balance, practice my speaking a lot of times before doing the presentation, breathe deep before talking, train connections to control the anxiety. Moreover, interact with the viewers. Preventing them from losing attention and engaging them in the subject matter.

  QUESTION#5

In order to prepare me for the next interview with a leader, all the knowledge and tools learned from the last Adventure Trail#1 will be put into practice. Mainly the problem-solving process, in which it serves as a guide to clarify the Core Leadership and operational issues through the situational analysis. In sequence, my team and I will meet to prepare a list of open-ended questions to be asked in the interview.

As a leader, I need to understand the general situation and leadership situation. For this happen, I will make a list that summarizes the key elements of the situation, try to understand what is going on and also get a sense of leadership situation. Identify what is the underlying goal to be achieved.

For all this to happen. Some questions are necessary, For example: “What is going on?”, “ What is the underlying goal to be achieved?”,   “ What is the key operational problem?”,  “What are all the leadership issues?”,  “What is the core leadership issue that needs to be addressed?”,  “What are all the leading ideas to solve the problem?”,  “What is the recommend solution?”, “ What is the implementation plan?”.

 REFERENCE:

Bang, H., & Midelfart, T. N. (2017). What Characterizes Effective Management Teams? A Research-Based Approach. Consulting Psychology Journal: Practice & Research, 69(4), 334–359.

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WEEK 6

QUESTION 1#

 During the meeting we held with the adventure leader this week, I learned the importance of being a strategic leader. From a behavioral perspective, I learned how to use confident body posture and appropriate facial expressions. We started off the interview with a warm welcome, and a strong handshake. A professional demeanor is essential during an interview in any setting. The transfer of facial cues, eye contact, and note-taking is a display of active listening.

The sequence of the questions asked sets the tone of the interview. Appropriate questions helped to understand and solve problems not previously understood before the interview. In order to help the leader feel comfortable while he was settling in, we started off the interview by asking, “how are you?” This gave a warm welcome to the interview. Before we dived into the operational questions, we asked the leader to share a little bit about himself by asking a generic question. Our question was, “tell us a little bit about yourself and your role in the industry”.

Working with group members was another learning experience. We had to wait for each team member to finish their turn asking interview questions. I learned to use my notepad to write down follow-up questions, instead of interrupting my fellow co-interviewers on the team.

 QUESTION 2#

 One thing I learned about leadership this week was about the leader's strategic role in the meetings and how to manage time to distribute tasks, ensuring that all interviewers have an opportunity to share their thoughts and ideas to solve the problem faced by the leader.

All the knowledge gained during the meeting is pertinent for my leadership development. I now know that before going to a meeting I need to follow procedures to make it efficient. I have to understand the context, and then develop questions prior to the interview accordingly. From now on, I will adopt such a procedure in order to develop my strategic leadership. I will follow a strategic leadership approach during interviews by coming prepared with prior research and questions, and practicing prior to the interview with time management in mind.

To lead a meeting, do not just gather all the participants around a table to take advantage of the meeting. It is necessary to define the purpose of the meeting and prepare to master the topic. Planning is the key word of any work meeting. From now on, before any meeting, I will determine the purpose of the meeting by asking myself questions such as, “Is the meeting being held just to disclose company activity to the staff?” Or, “Is it being held to communicate a decision?” Or rather, “Is the meeting being held to listen to all the elements in an attempt to solve a problem?”

 QUESTION 3#

 After working with my team I learned three important things. In order to become a high performing team, there has to share the same underlying goals shared among all team members. I also learned that team management is crucial for the success of a high performing team. I learned that to be a high-performance team it is necessary to have team members who pull toward a shared goal, help develop individual goals that inspire them and that are measured in a few simple meaningful ways. It is necessary to have a leader who gives the individual authority to impact those measures and rewards the team for their individual and team results.

Also, I learned that a workgroup consists of individuals who bring different personalities, strengths, values, and interests to the team. The leader must engage all team members through some level of relativeness. Individuals are engaged when they feel that their effort and opinions are valued and they are rewarded for their own contribution. The role that the leader plays in the team is extremely important for the team to be a high performing team. The manager of the leader has an important role because it influences in a way the behavior of his team, this contributes to keeping it engaged. Leaders of high-performance teams set goals in which they are shared with the team, align goals with individual abilities and aspirations. They also delegate responsibility, authority, and reward individual contributions (Wilder, n.d).

 QUESTION 4#

 A strong team is the foundation of high-performing business. It can be held largely accountable for the smooth running of the organization. With that, the next time I am in a team, the top three things that I would bring will be 1) strong communication among the team members, 2) encourage the team to contribute through positive behavior and dialogue, and 3) use my strengths to stay focused on goals and results.

During the exercise carried out in the classroom, not only me but all members of my team realized the importance of communication. The communication between each member of the team is fundamental. Communication is essential for keeping track of progress and working together efficiently on tasks. Within the team it is necessary to have open communication with each member, sharing thoughts, opinions, and ideas with members of the team; as well as what others have to say. It is also important to address concerns through open communication so problems do not go unsolved.

At the time of preparing the questions to be asked to the guest, everyone's participation in the group was key. Each member of the team contributed their fair share of the workload and fully understood what their responsibilities were and their role in having a successful interview with the industry leader. With that, the team members felt a sense of belonging to the team, were committed to their work, and really cared about the end-result. For example, in my team, in a way I was able to help the team keep encouraging, building a rapport with each one, praising their quality, each one's strengths and how it could be used to help the team.

In a high performing team, the members agree on and set goals based on outcomes and results, rather than just the amount of work being done. A clear plan can then be set about how they are going to achieve these objectives, as a group, and individually. It provides a clear direction and provides the team to aim for the end-result collectively.

Having the knowledge of my leadership strength, identified from the strengths finder test that we took, I will put this into practice to help my team become the high performing team. Encouraging the team to build a clear goal. Making a team aware and engaged with the goal of each task and always keeping the focus. Challenging and motivate each member to work efficiently. Making the opinion of each team member be gathered and aligned in order to build the goal.

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WEEK 5

QUESTION 1#

 One of the advantages of applying a Problem Solving Template is that it is practicality for problem identification and decision making. Through the template, it is possible to analyze the situation, identify if the problem is operational or leading. It also enables all leaders to put forward their ideas for problem-solving and action planning.

When working in a group, the leader has different personalities in his team. In which each one has a different way and method of exposing their ideas. For some, the decision making is more natural and spontaneous and for others, it is not. Using the Problem Solving Template is a great tool for the leader to manage these two types of personalities. Also uncovering creative ideas for problem-solving.

By the time I was a production leader, I did not have the knowledge of the Problem Solving Template. I wonder how everything would have been different. Difficulties in finding the root cause of problems, solving operational problems. Internal staffing, leadership, and supervision. My leading role would have been much easier, without much stress.

Source: http://www.tbae.co.za/problem-solving-outcome-based-team-building.htm

QUESTION 2#

 At the moment of applying the template, the biggest challenge was to elaborate efficient and effective solutions for the problem encountered. Each case study had a different problem, be it operational or leadership.

Through the application of the Problem Solving Template. The greatest benefit obtained was agility in the analysis of situations, identification of the problem, analysis of possible solutions and action plan, in which they were obtained in a sequenced and structured way.

Source:https://www.psychestudy.com/cognitive/thinking/psychological-steps-problem-solving

QUESTION 3#

A good leader is the one who manages problems and achieves the goals with their team. However, as much as the problems are the essence of management, we are not always well equipped to solve them. The template will act as a guide for the leader, at the time of clarifying core issues. The leader and his team can be more effective at solving problems by having creative ideas for solving the problem. Now that I have the knowledge of this template for clarifying core issues and identifying innovative ideas, I know how important it is to have your knowledge when you are a leader.

Going back to the past when I was a production leader, my supervisor always informed my team about the problems we were facing and asked if we had ideas to solve the problem. Always questioning and challenging us to solve it. Now I know that his attitude was of a leader who sought to engage the team with the problems of the industry and the company and looking for creative ideas to solve them. So that together as a team we reached the goals.

 Source: http://partnersinexcellenceblog.com/solution-provider-or-problem-solver/

QUESTION 4#

 After having learned about the 14 leadership topics in the Problem Solving Template, I come to the conclusion that motivation is a critical leadership requirement. The leader is the mirror to your team and also a great motivator. Their behavior influences the way leaders to face day-to-day and how they behave within the company. The decisions of the leader directly address the people who are under his leadership.

It is possible to note the influence of this behavior by observing those led. One situation I experienced at the time I was a leader was when my supervisor was transferred to another sector and a new supervisor took over. She had a bad relationship with everybody from her team and used authority to achieve results. The dialogue with the people who worked in the production line did not exist. She was totally unmotivated in working with our team.

The results of her leadership were weighted. In addition to having an unmotivated supervisor, the team was also unmotivated. At that time, the level of absenteeism increased from 4% to 9% in the sector, the production and income of the product had a significant drop. Her leadership was considered the worst of all time.                      

When the leader is motivated and integrated with his team, willing to solve problems, listen to suggestions, criticisms, and proposals, the organizational climate tends to be better. As a result, employees start to work with more motivation. The results are better and the employees work harder.

However, when the leader does not show concern for what happens to his team, he only knows how to get results, he does not know how to listen, he uses only pressure and not dialogue, he generates a climate of dissatisfaction and demotivation, undermining the achievement of company goals.

Source:https://www.huffingtonpost.com/anush-kostanyan/15-effective-ways-to-moti_b_5854242.html

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WEEK 3

QUESTION 1#

 I remember the old, good and stressful moments that we spent together in the production sector of the factory. To start telling what happened to my team to become a high-performance team I have to tell the story of my work day.

For those who have had the experience of working in a production sector know that not everything is perfect. In the food industry, where the rules with quality control, inspection and grading are super strict, by the time I was in a leading role, I had to learn to have quick deals for all sorts of problems within the production sector, problems like lack of standardization of product cut, yield and an auto level of absenteeism.

The reflection of this problem of standardization was affecting the quality of the product and yield, the employees felt many pains due to the high number of unnecessary repetitive movements. The main cause of auto-level absenteeism in my industry was triggered by the team's self-effacement level.

In trying to solve these problems, my supervisor and I decided to set up a multidisciplinary team with members from different sectors, with me in the lead. Twice a week we had meetings to discuss problems, actions to take, and how those actions would be implemented. The result of the formation of this multi-discipline group went beyond our expectations and also of the management. Through daily training of the employees, we solved the lack of standardization of activity and product yield problems. Self-level absenteeism was tempered by engaging all employees in parallel activities, such as fire brigade, fiscal inspection control, and quality improvement groups. (Rath, 2007)

 QUESTION 2#

 A leader needs a team, just as a team needs a leader. In my role as a leader, I tried to develop new skills in every member of my team. Assigning tasks other than those they were used to perform. It also assigns to the implementation of the service wheel. Together with the human resources sector, we selected some staff to do different types of training and benefits in an attempt to motivate and encourage employees so that they did not delay and did not miss work.

In parallel, at every opportunity, I tried to give feedback to the employees. Evaluating their performance and highlighting what could be improved. Everything with the objective of extracting the maximum and developing the performance in each one of them.

Source: https://www.inventiva.co.in/2017/02/whats-missing-leadership-whats-missing/

 QUESTION 3#

 Innovative ideas and creativity were the skills I was seeking in each member of my team by the time I was building it. Looking back, what I would have changed in my team would be the average age range of the members. Most of the team members were between the ages of 18 and 25 years old. The fact that the members of the team were young caused some discontent among the senior employees. They did not feel valued and recognized.

Another change would be exchange one of the team members. In a multi-disciplinary team, conflicts of ideas are inevitable. However, the contribution of this employee to the group was disruptive. The employee had difficulty accepting some proposals from the other members of the team when it was different from hers. Sometimes a meeting that lasted 30 minutes would last one hour because of her. This conclusion of ideas wasted the time we did not have and diverted the discussion about the subject discussed.

 QUESTION 4#

 When comparing the theories of Rath, T. (2007)  and my way of resolving conflicts among my team members, my attitude is simple. I always try to listen to both sides, I try to have a rational posture and stimulate the dialogue between both sides. To be fair, my role as a leader is to understand the two points of view and then take action. I try to make everyone present their arguments in a calm way so that it does not have a lot of conflicts.

The methods of conflict resolution mentioned above, if administered correctly, can serve as a stimulus to my team. It can be said that after a situation of conflict, a moment of reflection arises, an opportunity for improvement and development is followed. I can persuade both sides to understand each other and at the same time to instigate higher performance in each one. This would result in an innovative idea, good results for the team and company. For my personal development, this mode of resolving conflict develops my ability to solve internal and external conflicts of my team, becoming an effective leader.

Source:https://aboutleaders.com/conflict/#gs.rpziWC0

QUESTION 5#

 It would be how I managed my team when it comes to hiring and firing whenever needed. Why? The reason is simple: to avoid past mistakes, in which one member of the team acted as a generator of conflict, harming the development of other members. I should have made the decision of removing the person from my team when I had the chance.

I would determine for each member of my team a predetermined role, with clear responsibilities. It would use all the intellectual capacity, in order to generate the maximum result. I would convince all my team members about their importance in order to achieve results. Everyone on the team would be heard and would have an active voice. I would develop the autonomy and performance in my team, with the goal of forming a team of high self-performance.

Source: http://www.asiainc500.com/leadership-vs-management/

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WEEK 2

QUESTION 1#

            The most powerful insight in class this week was the ideal leader is that one who owns a little of each Cognitive style propose by Myers Briggs. Coach leader is different at the moment in gathering and evaluating information for solving problems and making decisions.

   In order to explain why I will compare two different types of personalities debated in class. The leader extroverted with introverted. The leader extroverted is effective when they lead a team. however, they tend to be less receptive to employee input and sometimes discourage them from contributing. Introverted leaders may be less efficient compared to an extroverted leader when they lead a passive team. however, they are good listeners and consider the suggestions put forward by their collaborators. The idea is to have the balance between these two types of leadership.

 QUESTION 2#

             Understanding and knowing yourself is fundamental to a good leader. After the MBTI test, the results helped me to understand a little more about my personality. For the development of my leadership, it is essential that I know myself. So I can refine them and return others. finding a point of balance.

 QUESTION 3#

 In order to start applying this in the coming weeks, some attitudes are needed. I will improve my listener and also my ability to manage conflicts. Conflicts will be managed through the stimulation of dialogue.  To be able to adapt my leadership style according to the situation, I will identify what is essential for the tasks to be carried out by my people with efficiency. Moreover, those led will be motivated through meritocracy. This set of actions will help me to improve my leadership.

 QUESTION 4#

 After reviewing my leadership credo the following action plan was prepared according to the problems of communication, motivation, and participation:

- Communication: conducting meetings to obtain the engagement of those led;

- Motivation: to stimulate the growth and learning of the ones led through courses and meritocracy;

- Participation of the group: have an open mind for different opinions.

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WEEK 1

QUESTION 1#

A leader is someone that focuses on bringing out the best skills and abilities of each individual in a group in order to achieve a common goal. Nobody is born as a leader. Leadership is something you develop over the years, through a set of lived situations, experiences, and acquired knowledge. We live in a competitive society that values the individual, in which we have to pursue successive goals whether in our professional or private lives.

As an experience in a leading position, I recall my first job at a multinational meat exporting company. My job was to lead a production sector composed of 180 employees, so that the goals of productivity, product quality, and income were achieved. Honestly, in the first weeks of the job, I found myself completely lost in various circumstances. They were situations not related to the management of the industrial process but related to the human factor. Questions like: how to properly approach an employee? How to act? Where to start? How do you manage a new team on a continuous production line, where the training time required to meet product quality standards has been reduced by half? How to manage stress?

As a learner, I learned how to develop and keep my team motivated, which mistakes a leader cannot make, and which kinds of emotions cannot be demonstrated as well as how to work in a team and value the employee's well-being. I can say that all the great challenges faced were essential for my development as a leader. Today I am a more flexible person, able to shape me in every situation, moment or teamwork.

QUESTION 3#

I am a liberal and democratic leader. I always give freedom to all the participants of the team to participate in the choices and decisions. In democratic leadership, the leader encourages people's participation, coordinates team activities, and makes quick and accurate decisions. The leader is always interacting with his team. The result of a liberal and democratic leadership is a productive, responsible, committed and satisfied team with its leader.

QUESTION 3#

Some of the leadership strengths that I would like to develop is being an emergent and situational leader. But why would I like to be that kind of leader? The answer is simple. An emergent and situational leader is able to lead more in line with the situation than with his personality. The emerging leader is the one who appears in the most difficult situations, where certain actions must be taken immediately.